2017/18 BCIT FSA Annual Report

DUTY 2017/18 REASON jABuLsE�ce

LAW ANNUAL REPORT
success
R EFAPIBRRCEITS E NFTSAAT IrOliagNhbtsoduurtyLuAnWion fair fairbcitdmnwteedEieaAiovsflrcbrvnorruiiumretbnainyeiaroitnotnnryrrccaepeteRrieoIGlsenHegnTatSelqOuiPtRaabIleNeErbmfIsLOitaparNAalsroeTrslayytoieIoenmlOcseseuhpcigicplaNeosasysotleibSorlingaStOioLnESIMDsUPbOACWoCREaEIRTRMSrEDPYRESdIESSNECNTTRATIIOMN INATORY
worker DUTY

union

FSA Distinguished Alumni Award 2014 Thomas Abbuhl
School of
The FSA Distinguished Alumni Award (DAA) is a partnership Construction & the Environment
with the BCIT’s Distinguished Alumni Awards. Each year
the Institute selects recipients from BCIT alumni who have
demonstrated achievement and leadership to receive these
awards. In 2014 the FSA began to partner with BCIT to present
an additional DAA to an FSA member who is an alumnus of
BCIT and demonstrates excellence in their work.

2015 Ralph Hargreaves 2016 Amy Fell
School of School of
Health Sciences Business

2017 Joe Newton 2018 Tara Wilkie
Applied Research School of
MAKE + Computing & Academic Studies

Follow Us!

BCITFSA

Office Hours: M-F 8:30am-4:30pm e: [email protected] youtube.com/user/BCITFSA
t: 604.432.8695
SE16-116 f: 604.432.8348
3700 Willingdon Avenue w: bcitfsa.ca
Burnaby, British Columbia
Canada V5G 3H2

We acknowledge that the BCITFSA and its members’ workplaces are located on unceded Indigenous land belonging to the Coast
Salish peoples, including the territories of the Musqueam, Tsleil-Waututh, and Squamish Nations.

MESSAGE FROM
YOUR TREASURER:

FSA Finances 2017/18

Terry Gordon

Operating Results - Years Ended June 30

$2,000,000 2014 2015 2016 2017 2018
$1,800,000 $1,360,569 $1,352,507 $1,401,676 $1,638,951 $1,723,443
$1,600,000 $1,134,516 $1,201,108 $1,278,557 $1,602,773 $1,679,409
$1,400,000 $226,053 $151,399 $123,119
$1,200,000 $36,178 $44,034
$1,000,000

$800,000
$600,000
$400,000
$200,000

$-

TOTAL REVENUE
OPERATING EXPENSES
OPERATING SURPLUS

The FSA finished its 2017-18 fiscal year in a very strong financial position with total assets of $2.73 million, including cash and
short-term investments of $2.63 million. Membership dues earned during the year were $1.69 million, which is 5.1% higher than
the prior year. This increase reflects a rise in the size of the FSA workforce and contracted pay increases that our members received
during the year. Investment income for the year was $30 thousand representing a return of 1.63% on the average balance of
funds invested. The FSA reported its 13th consecutive annual operating surplus and was able to increase its strike fund by $41
thousand. On June 30, 2018, the strike fund balance was $2.063 million. Other internally restricted reserve fund balances on that
date totaled $507 thousand.

Operating Expenses Year Ended June 30, 2018 Strike Fund at June 30

Affiliations, $166,021 $2,200,000
$2,100,000
Salaries, benefits & release Office & administration, $2,000,000
time, $1,124,272 $98,665 $1,900,000
$1,800,000
Other, $37,578 $1,700,000
$1,600,000
Legal, audit & consulting, $1,500,000 2014 2015 2016 2017 2018
$176,237 $1,400,000 $1,831,456 $1,950,071 $2,021,690 $2,021,690 $2,063,040
$1,300,000
$1,200,000

STRIKE FUND

BCITFSA.CA 3

MESSAGE FROM Peter Fenrich
YOUR PRESIDENT & EXECUTIVE DIRECTOR:

Building on a Strong Foundation

Paul Reniers

Over the last fiscal year, the FSA team has been working hard several FSA members volunteered to form our Collective Agree-
to ensure that we are effectively serving and representing our ment Committee (CAC). A diverse representation of the mem-
members in the challenges they face, such as changes through- bership was chosen for this role.
out BCIT. We have also started to prepare for the forthcoming
negotiations because our Collective Agreement ends on June GOVERNMENT RELATIONS
30, 2019. We have many achievements to celebrate.
Through the change in government, we continued our strategy
CHANGES AT BCIT of engaging elected officials and senior members of the civil
service by highlighting the work of our members, and showing
BCIT has continued to renew itself. That process led to signifi- ourselves to be effective partners willing to address the pri-
cant work for the FSA over the year. For example, FSA members orities of the province. We have also stressed how successive
volunteer many hours of their time on the numerous selection restrictive government bargaining mandates have been obsta-
committees for managers. We have strived to build relation- cles to reaching BCIT’s full potential. With the new government,
ships with new managers to help them respect and follow the we have found an audience that is willing to listen and, like the
terms of our Collective Agreement and to consider issues from a previous government, has a lot to learn about BCIT.
faculty and staff perspective. We continue to consult with man-
agement regarding potential structural changes. OPERATIONS

The high turnover in BCIT Human Resources and Labour Re- Following a year of examination of our office culture, environ-
lations staff over the past two years has sometimes made it ment, and operations, the FSA office focused on the hard task of
challenging to advocate and resolve issues for our members. deliberately aligning our working relationships and processes
The FSA’s labour relations team has made it a priority to build with our values. We began working out new processes and un-
and maintain effective relationships with their management derstandings of our work based on insights gained by examin-
counterparts to ensure the needs of our members are well un- ing our workplace using the national standard for psychological
derstood. health and safety. While doing so was initially challenging, by
the end of the year we could see significant benefits to our oper-
AFFILIATION AND POSITIONING FOR BARGAINING ations. An example of a significant benefit to members has been
an improvement in our ability to produce more timely and in-
Through our membership with the Canadian Association of Uni- formative materials on workplace issues delivered through our
versity Teachers (CAUT) and the BC Federation of Labour (BC weekly email bulletins and at Tech Rep and General Meetings.
Fed), we have participated in key conversations about the is-
sues and strategies critical to the coming round of bargaining. MEMBER ENGAGEMENT
We have built relationships that we believe will help us posi-
tively influence bargaining outcomes. We have also accessed The development of FSA member caucuses marked a significant
the resources of these organizations to help improve our work extension of our member engagement efforts. Caucuses create
and identify how they can support our negotiations. In June, a space for members to come together around issues of impor-
tance to them and they inform how the FSA addresses these

4 BCIT Faculty & Staff Association 2017/18 Annual Report

issues. The Caucus on Applied Research and Advanced Studies
(CARAS) remained very active as we continued to negotiate terms
and conditions of employment relating to these areas. Our task
force on Part-Time Studies was recreated as the Caucus on Part-
Time Studies (COPTS) opening up membership to all interested
members. COPTS ended the year by sharing personal stories of
their employment experiences with BCIT Vice-President, Aca-
demic Tom Roemer and Vice-President, Human Resources Ana
Lopez. In June, the FSA Board of Directors chartered a new Equity
Caucus that will begin operations this year.

Our Diversity Circles project completed its initial funding period
having exceeded most expectations. Diversity Circles events have
been very popular on campus and continued to attract interest
nationally. In recognition of the success and significance of Di-
versity Circles, BCIT announced in June that it will assume fund-
ing for the initiative as an ongoing program.

CONTINUED COMMITMENT

The FSA also marked some significant transitions as 2017-18
came to an end. Teresa Place stepped aside as FSA president
after her third two-year term. Our executive elections attracted
a large number of candidates and a high voter turnout. Peter
Fenrich and Vnit Nath smoothly transitioned into the roles of
President and Vice-President respectively. Under their leader-
ship, the FSA will undertake a renewal of the strategic plan that
has guided the union’s work through the last three years.

Even through these changes, the basic strengths of the FSA re-
main apparent. Through a highly engaged membership served
by a strong professional staff contingent that connects to the
broader labour movement, we support our members’ commit-
ment to providing outstanding polytechnic education.

SPOTLIGHT Moving Diversity Circles
to the Next Level

Diversity Circles brought many things to the FSA, not the least of which was the opportunity to
collaborate on our first SSHRC-funded project. Over the past two years, Diversity Circles (DC)
has provided the FSA and our members with a series of panels, workshops, and conversations
to support an effective model to engage with increasing diversity and inclusion positively,
sensitively, and strategically.

Using an Indigenous framework, DC utilizes professional mentoring and community-based
expertise for engaging student, staff, and faculty diversity. Diversity Circles hinges on the
fundamental notion that educators embrace the increase in diversity of our student population as
a positive change, while acknowledging the corresponding reality that supporting an increasingly
diverse student body requires more resources, awareness, and new knowledge.

As the project completes its work under a 2-year, $153,406 grant from the Social Sciences and
Humanities Research Council (SSHRC) Community College and Social Innovation Fund, it has
received commitment from BCIT to support the work moving ahead. This pledge from BCIT speaks
to the ways that Diversity Circles has built connections, forged relationships, and provided
possibilities for conversations that show the value of mentoring, networking, and knowledge
sharing.

A strength of the project continues to be the recognition of an Indigenous approach to teaching
and sharing because it seeks to reflect the complexity, diversity, and interconnectedness of life.
The circle aspect of Diversity Circles is key, as circles do not have a hierarchy—no individual is
at the head of a circle and all are equal. This approach seeks to create exponential change, where
potential is not contained but rather ripples out into people’s lives, people’s communities, their
teaching practice, and their work practice. If we’ve done it right, Diversity Circles will have that
type of impact.

Having completed more than 70 conversations, events, and workshops, continuing to
acknowledge and celebrate the gifts of the DC mentors and champions, and having developed
the framework for a digital knowledge map, Diversity Circles moves into its next phase and will
continue to provide spaces for conversation and connection – both in-person and online with the
launch of the DC map. We invite you to stay involved by checking out diversitycircles.com, signing
up for news, and adding yourself to the map!

6 BCIT Faculty & Staff Association 2017/18 Annual Report

Zaa Joseph Shannon Kelly

A message from Zaa & Shannon:
We can’t thank the BCIT community enough for stepping into the
spaces created by Diversity Circles and embracing the work and each
other openly. We thank the FSA for being there from the beginning. We
acknowledge our project collaborators for their hard work, our many, many
BCIT colleagues, professionals from industry, Elders, and community
partners, who all stepped up to share your gifts and knowledge. And thank
you to the amazing group of student employees who chose to work with us!
Most recently, we are truly appreciative of BCIT leadership for recognizing
the value of this work and committing to it on an ongoing basis. To all of
you - we can’t wait to continue this work with you!

BCITFSA.CA 7

FSA Strategic Plan
Focused on MORE

MEMBERS OPPORTUNITIES

At the heart of all unions are the members. As a member-driven In the FSA’s approach to our work, we seek to identify and take
association, the FSA saw that its strategic direction needed to advantage of opportunities that will make our members’ work
include learning more about our members and to ensure that better. These opportunities do not always present themselves
members are at the centre of our work. Over the past year, we in the most straightforward way. Our board and staff continue
have made advances in doing so by: to seek them out and create working relationships across the
Institute that we hope will lead to even more opportunities. Ex-
• Publishing a comprehensive report from the results of our amples from the past fiscal year include:
first all-member baseline survey, providing an overview of
member opinion and experience, a guide for the work of the • Preventing large amounts of contracting out relating to the
FSA, and a baseline for tracking trends over time. implementation of Banner 9, creating new opportunities
for members
• Making improvements in managing member information
and issue in-take • Protecting rights of members to teach at other institutions
when it doesn’t interfere with BCIT responsibilities
• Successfully supporting members in disputing excessive
workloads • Continuing to advocate with BCIT and the government to
provide clear rights and processes to enable and support
• Continuing our advocacy to recognize and support applied applied research opportunities
research as an integral part of BCIT’s mission
• Creating opportunities for members to connect with col-
• Inviting members to present their work at our meetings leagues through affiliation with CAUT and the BC Federa-
with provincial MLAs tion of Labour

• Gaining influence by linking FSA members to provincial • Increasing the use of FSA caucuses to provide new oppor-
and national audiences through our government relations tunities for members to have a voice within the FSA on
work and associations with CAUT and the BC Federation issues that are important to them
of Labour
• Taking a principled approach in concluding a collective
• Acknowledging the concern of members regarding parking agreement with FSA staff represented by CUPE and begin-
by appointing an FSA board member as the Parking Com- ning to implement recommendations arising from psycho-
missioner to consolidate inquiries/concerns related to this logical health and safety work within the FSA office, which
matter models for BCIT an opportunity to do the same with their
employees
• Continuing on our reconciliation path by taking the lead
from Indigenous Services in holding an honouring ceremo-
ny for the outgoing FSA President & Vice President

MEMBERS

BBuuiilltt tthhrroouugghh ccoonnssuullttaattiioonn wwitithhtthheeFFSSAABBooaardrd, ,TTecehchRRepesp,ss, tsatfaf,ffa, nadndmemmebmebres,rs,
tthhee FFSSAA’’ss 22001155--1188 ssttrraatteeggicicpplalannlalannddeeddoonnthteheprpermemisiesethtahtatthteheFSFASApropvroidveidses
mmoorree ffoorr oouurr mmeemmbbeerrss..TThhrroouugghhtthheeddeevveeloloppmmeennttooff1122ggooaalsls, ,3377ooppeeraratitoionnaal ilniintii-a-
ttiiavteisv,easn, danbduibltuailrtoaurnodunthdethideeiadoefa moforMe,OtRheE,ptlahne hpalasnphroavsidperodvMideemd bMeersmwbeitrhsmwoitrhe
mOporpeorOtupnpiotiretsu,nRitiigehs,tsR, iagnhdtsE, adnudcaEtdiounc.ation.

RIGHTS EDUCATION

Protecting, advancing, and bringing to life the rights of mem- FSA member education offerings seek to strengthen knowledge
bers are at the foundation of our work. Ensuring that any viola- amongst our members about their terms and conditions of em-
tion of member rights is addressed and supporting members to ployment and give them the tools they need to exercise their
stand up for their rights and those of their colleagues has been rights and responsibilities as engaged members of the BCIT
a key focus under this strategic plan. We have accomplished community. We are utilizing new formats and developing new
some of this work by: materials that enhance the overall strategic direction of the
FSA and enhance the professional lives of our members. We
• Supporting members through several harassment policy continue to build our member education program by:
procedures
• Developing an internal work plan for FSA staff to develop
• Successfully defending collegial decision-making rights education materials
• Fighting off efforts to limit coverage for prescription drugs
• Winning the creation of regular positions in some PTS de- • Partnering with the BCIT Learning & Teaching Centre so
that FSA staff could attend and complete an Instructional
partments Skills Workshop (ISW)
• Increasing the emphasis on members contributing to the
• Collaborating with BCIT Human Resources in the rede-
resolution of their issues by supporting them in speaking sign of the New Employee Orientation (NEO) session and
about their workplace experiences to BCIT leadership continuing to seek ways to include FSA materials in this
• Supporting organizing efforts to ensure BCIT custodians process
have a good union and fair working conditions
• Launching a new FSA weekly e-bulletin for all members
SOCIAL JUSTICE EMPOWERMENT • Delivering workshops to Departments that requested an

INFLUENCE SOLIDARITY overview of their departmental rights & responsibilities
• Piloting a new presentation on the workload dispute pro-

cess
• Pushing for increased education for BCIT management on

the duty to consult
• Publishing blog posts on topics such as preserving vaca-

tion entitlements, harassment & discrimination, gaps in
our benefits, and rights for members in PTS

STRENGTH PRINCIPLED ACTION

OPPORTUNITIES RIGHTS EDUCATION

REPORT ON LABOUR RELATIONS:

Labour Relations for a Complex Institution

The past year in labour relations at the BCIT FSA has been one We have continued to improve the effectiveness of our intake
marked by change, transition, risk-taking, and adaptation. As system. Members who contact the FSA by phone, email, or
with any work environment, no matter the size, change is in- in-person are immediately triaged by our Labour Relations
evitable and sometimes leads to conflict or misunderstandings. Information Officer who either provides information to members
The FSA sets out to engage with our individual and collective directly or gathers information to help a Labour Relations
members throughout BCIT in a manner that is timely, support- Representative to respond.
ive, transparent, and effective.
On an annual basis, approximately 25% of our membership
A key goal of the FSA’s Labour Relations Team this year has reaches out to us through our intake system. About 25% of
been improving communication and engagement via our Tech those members use the intake system for more than one issue.
Reps, general membership meetings, and other communication These numbers and our baseline survey of members show that
channels. We have made new efforts to ensure members members are generally satisfied with their ability to locate and
are knowledgeable and current about workplace and union access our labour relations services, should they need to.
entitlements and opportunities. We also worked hard to promote
key wins and matters of interest to you via our website, blog, The intake system enables the labour relations practitioners
and weekly email bulletin. to focus their efforts on matters that require interpretation,
research, or other skills and on more complex cases.
We continue to seek more effective ways of producing education
and publications so the information proactively finds its way to 500 492
members prior to the need arising.

470

371

2014/15 2015/16 2016/17 2017/18

Total Enquires Received through FSA Intake System

10 BCIT Faculty & Staff Association 2017/18 Annual Report

Look to our website, blog,
and weekly email bulletin
for labour relation issues
including, but not limited to:

• changes to maternity and parental leaves
• workload dispute mechanisms
• reduction and eventual elimination of MSP

premiums
• vacation leave and carry-over provisions

• wage increases

Your LR team manages
cases that can be very time-
consuming such as those
involving:

• investigations involving our members
• intellectual property and copyright
• significant concerns or errors with pay or

benefits
• the right to proper and meaningful

consultation
• change management
• work assignments
• the accommodation of members who may

require modifications in their work structure
or ergonomics

continued on next page...

BCITFSA.CA 11

CONTINUED FROM PREVIOUS PAGE:

Labour Relations for a Complex Institution

Notable Trends, Cases, and Successes
This year, we have noted an increase in cases involving interpersonal complaints, both between colleagues and
involving students. Some of these have included claims of personal harassment, and/or harassment or dis-
crimination under the BC Human Rights Code. In the past year, the FSA undertook to represent faculty members
in four separate instances of student allegations via the BCIT Harassment and Discrimination Policy. Two of
the cases also involved the BCIT Student Complaint Process. We represented several members via eight sepa-
rate complaints filed by FSA members under the BCIT Harassment and Discrimination Policy. These cases are
incredibly stressful and draining for our members, often leading individual members to spend hours and days
in the investigative processes. Some cases also raise issues of professional accountability for our members.

Workload complaints have also been creeping up, most notably in Part-Time Studies (PTS) and the Bachelor
of Nursing Science program, as well as in a few other departments. The FSA has a workload dispute process
with strong language to allow for disputes and consultation to be heard at the membership level within the
respective departments. Since local departments know their work and pedagogy best, local solutions are the
most sustainable.

Duty to consult disputes also continue to arise. We have excellent language on the duty to consult that en-
sures that decisions are discussed and made with impacted members and the union. It does not always mean
members get everything they want, but we have fought for the right to be directly engaged in crafting better
outcomes and solutions. As the result of a grievance, managers in one department received mandatory in-
service training on the duty to consult with our membership, and we continue to see improved consultation in
this program.

Finally and importantly, we continue to see on-going concerns out of the PTS component. The members of the
FSA Caucus on Part-Time Studies (COPTS) have been eloquent and direct with the articulation of concerns and
proposed solutions for this growing group of instructors. As Part-Time Studies offerings proliferate, concerns
around class size creeping up and affecting the quality of education continue to mount. Unfortunately, we are
in good company with other post-secondary institutions who continue to rely on precarious labour via part-time
and contractual instructional staff. We have been liaising with the Canadian Association of University Teachers
(CAUT) on this work as they have conducted extensive national and international research on this vital issue.

A Connected Approach
In general, the FSA has a well-structured system for representing our members that allows the work to be
executed with a thoughtful approach to the use of our staff resources. Issues of harassment, workload, or
consultation are not simplistic and require time, research, sophistication, and a degree of creativity and tenac-
ity. When we do make gains on these, we have increasingly promoted these via our blog, weekly e-bulletins,
newsletter, the Tech Rep network, and linking members to each other across disciplines so they are able to
learn from the success of others.

It is all too easy to disappear in our silos, which can result in weaker or stratified outcomes and the proverbial
re-inventing of the wheel. By collaborating and sharing our successes, we reduce the time and effort it takes
to resolve issues, we build agency in our members, we build toward better working rights and conditions and,
ultimately, we strengthen the FSA and its relevancy.

12 BCIT Faculty & Staff Association 2017/18 Annual Report

Affiliation Provides SPOTLIGHT
Member Education

One of the benefits of affiliation with the
Canadian Association of University Teachers (CAUT) is access to free training from subject
matter experts in areas that directly affect our members and their work. Experts with
substantial experience in many issues relevant to the national post-secondary sector are
available to answer questions and run workshops on site.

One such expert is CAUT Education Officer, Paul Jones, who came to BCIT in June 2018, to
deliver an excellent session on Copyright and Intellectual Property for Post-Secondary Teachers.

This first session was held on BCIT PTS PD Day (with another session scheduled for the Sept
2018 BCIT-wide PD Day) and was full to capacity. Session attendees listened eagerly as Paul
Jones covered topics including background on copyright law, using copyrighted materials in
teaching, "fair dealing" and how educational use is different from other uses, ownership of
course materials, and how changing federal legislation affects educators' use of copyrighted
materials.

The session got rave reviews and participants mentioned how much they appreciated having
direct access to a national expert. Jones brought the audience up to speed on the most current
legal and legislative copyright decisions directly impacting our sector - decisions and debates
in which CAUT actively advocates on the national stage for the rights of educators.

CAUT is the national voice for academic staff representing 70,000 teachers, librarians,
researchers, general staff, and other academic professionals at some 122 universities and
colleges across the country, including BCIT. This event was a great example of the tangible
value of our affiliation.

BCITFSA.CA 13

MEMBER ENAGEMENT SNAPSHOT

2017/18

13videos posted on 3CAUCUS ON APPLIED RESEARCH
youtube.com/user/BCITFSA & ADVANCE STUDIES (CARAS)
1FSA Distinguished TMEECEHTIRNEGPS
Alumni Award Presented
DIVERSITY CIRCLES SESSIONS
28Events, workshop

3GENERAL 2 7 6 25&conversations
Member Profiles
in the FSA VOICE

Member Speakers
at FSA Meetings

GUEST SPEAKERS
AT FSA MEETINGS

Session at PTS Day
Visits from sitting MLAs as part of our
Government Relations Strategy

FSA Member Baseline
Survey Report published
MEETINGS8Info table at AnnualAll-member
Surveys
with 15 members on panels1 1PTS Instructor Session

Caucus on

5 4Part-Time

stStudies

(COPTS)

6 1Sessions
FSA-supported
Pride Committee

Events

Looking Ahead to 2018/19
• Renewal of the FSA Strategic Plan
• Collective Agreement Consultations with FSA members
• BC Federation of Labour (BCFed) Bi-Annual Convention
• Members to attend CAUT conferences
• FSA Elections for Directors-at-Large & Directors, Associate Members
• Begin bargaining for renewal of the Collective Agreement expiring June 30, 2019
• Diversity Circles events as part of ongoing commitment from BCIT
• Formation of the new FSA Equity Caucus
• Presenting our 5th annual FSA Distinguished Alumni Award
• Launching new member education materials
• Continuing to support campaigns including: CAUT Fair Employment Week, Orange Shirt Day, Pink Shirt

Day, Pride, and more!

When “Part-Time Studies” SPOTLIGHT
are NOT “Part-Time Studies”

Mak Abdel-Hai
Visual Effects & Motion Graphics Instructor, Digital Arts &
Broadcasting, School of Business.

Let me tell you two things about me: I love teaching and I want job security. Throughout my 19-
year long career at BCIT and until few months ago, I could have the 1st but not the 2nd.

It was October 1999 when I walked into a classroom to teach my first “Part-Time Studies” class
at BCIT. It was part of a pilot program in the new field of Digital Media. In March 2018, I received
a letter informing me that I became regularized as a full-time instructor at BCIT.

During those nineteen years, I taught mostly within full-time programs and was expected to be
available during weekdays, evenings, sometimes weekends, all year, no summer or spring breaks.
Initially, I was told that since these programs are “new”, BCIT can’t guarantee they’ll keep
running and thus I’ll be hired as a “Part-Time Studies” instructor.

Years went by and I took part in building one new program after the other, culminating in the
establishment of the department of Digital Arts. It includes five full-time programs with hundreds
of enrolled students, many travelling here from abroad. I took part in securing BCIT’s success but
I was still a “Part-Time Studies” instructor.

Things changed when I consulted heavily with the FSA. I got immense support from Heather Neun,
Christine Nagy, and many others who worked diligently to understand and then untangle the
complex web of loopholes used to keep myself and others locked in such a position. Ultimately,
a change in management’s approach occurred and they saw how this “Part-Time Studies” label
was not beneficial for our department or students.

I’m regularized now yet many others still live the same reality I lived for years. It boils down to a
simple question: Do you believe it is fair to give different rights to employees who make the same
contributions year after year? I don’t.

BCITFSA.CA 15

R EFPABIRRCuEInTSioEnFN ST AAT IrOilgaNhbtsouLnAioWn fair faUmPmkoeSIggFNesplISeTrrOeioNirndAweImteCiiavarendAotrEiibsiroucflvtrrnniyembiuaoinrniaettnorrnycarceRteepiIlGoreeHngsTeaSnletOquPRitaaIbNErleebILfmOistANbrapaacTrlaersoliaygIstytieroOemonesesphlcueemiNclpocisgeayeoseSasntbrlitloignaStOiLoISnDEUMsAbCPROCoWworkerREASONjAuBsLE�

DUTY
LAW
success

DUTY

FSA Board of Directors
Current (2018/19) Past (2017/18)

Peter Fenrich, President Teresa Place, President
Vnit Nath, Vice-President Kenzie Woodbridge, Vice-President
Terry Gordon, Treasurer
Terry Gordon, Treasurer Karl Hildebrandt, Director-at-Large
Chas Bains, Director, Associate Members Zaa Joseph, Director-at-Large
Shannon Kelly, Director-at-Large
Karl Hildebrandt, Director-at-Large Nancy Knaggs, Director-at-Large
Zaa Joseph, Director-at-Large Paul Mills, Director, Associate Members
Silvia Raschke, Director-at-Large
Shannon Kelly, Director-at-Large Ted Rutledge, Director, Associate Members
Nancy Knaggs, Director-at-Large
Paul Mills, Director, Associate Members
Silvia Raschke, Director-at-Large
Teresa Place, Past President (ex-officio)